北京女性領導人才成長規(guī)律透視
發(fā)布時間：2019-03-22 09:33
【摘要】：北京女性領導人才在普遍性基礎上具有一些獨特的人才成長規(guī)律。一是北京女性領導人才成長依托于首都特有的優(yōu)質環(huán)境。即包容、開放的社會環(huán)境和區(qū)位屬性以及良好的制度政策環(huán)境。二是北京女性領導人才的成長路徑有賴于多元支持系統(tǒng)的不斷優(yōu)化。這些支撐要素包括:任職環(huán)境、工作經(jīng)歷、教育背景、家庭因素。三是成功的女性領導個體表現(xiàn)出與一般女性群體不同的更為優(yōu)秀的素質。現(xiàn)階段北京女性領導人才在成長中也存在一些問題:女性領導人才多為非主動從政,被動從政傾向明顯;整體后備力量素質有待提高;"女強人危機"應引起普遍關注;女性領導人才任職結構仍呈現(xiàn)出"五多五少"現(xiàn)象,而且越是高層越呈現(xiàn)"單棵獨株"傾向,同時,唯結構化傾向不容忽視;傳統(tǒng)女性角色定型的刻板印象還在影響對女性領導的分工。
[Abstract]:Beijing female leaders have some unique rules of talent growth on the basis of universality. First, the growth of Beijing's female leaders depends on the capital's unique high-quality environment. That is, inclusive, open social environment and location attributes as well as a good institutional policy environment. Second, the growth path of Beijing female leaders depends on the continuous optimization of multi-support system. These support factors include: job environment, work experience, education background, family factors. Third, successful female leaders show a better quality different from the general female group. At present, there are also some problems in the growth of female leaders in Beijing: most of the female leaders are non-active in politics, and the tendency of passive political participation is obvious; the quality of the whole reserve force needs to be improved; "the crisis of the strong woman" should be paid attention to in general; The structure of female leaders still shows the phenomenon of "five more than five less", and the higher the level, the more the tendency of "single plant", at the same time, the structural tendency should not be ignored. The stereotypical stereotype of traditional female roles still affects the division of labour among female leaders.
【作者單位】： 北京市委;
【分類號】：C933
[Abstract]:Beijing female leaders have some unique rules of talent growth on the basis of universality. First, the growth of Beijing's female leaders depends on the capital's unique high-quality environment. That is, inclusive, open social environment and location attributes as well as a good institutional policy environment. Second, the growth path of Beijing female leaders depends on the continuous optimization of multi-support system. These support factors include: job environment, work experience, education background, family factors. Third, successful female leaders show a better quality different from the general female group. At present, there are also some problems in the growth of female leaders in Beijing: most of the female leaders are non-active in politics, and the tendency of passive political participation is obvious; the quality of the whole reserve force needs to be improved; "the crisis of the strong woman" should be paid attention to in general; The structure of female leaders still shows the phenomenon of "five more than five less", and the higher the level, the more the tendency of "single plant", at the same time, the structural tendency should not be ignored. The stereotypical stereotype of traditional female roles still affects the division of labour among female leaders.
【作者單位】： 北京市委;
【分類號】：C933
【共引文獻】
相關期刊論文 前10條
1 侯建東;拓荒開辟多領域 領軍教壇播新說——葉忠海先生人才學學術成就綜論[J];中國人才;2003年11期
2 胡桂華;構建女性領導人才開發(fā)機制[J];大連干部學刊;2005年03期
3 傅金珍;我國婦女參政的制約因素及對策[J];福建省社會主義學院學報;2003年01期
4 吳貴明;;探析中國女性職業(yè)選擇與職業(yè)發(fā)展特點[J];福建商業(yè)高等專科學校學報;2010年02期
5 杜潔;我國培養(yǎng)選拔女干部政策措施評估和社會性別分析[J];婦女研究論叢;2001年S1期
6 王u恌，
本文編號：2445474
本文鏈接：http://sikaile.net/guanlilunwen/tongjijuecelunwen/2445474.html
最近更新
教材專著
